A microaggression is a brief, everyday comment or action that communicates a negative, often unconscious, bias against a marginalized group.
Microaggressions can be verbal, nonverbal, or environmental. They can be intentional or unintentional.
The difference between microaggressions and overt discrimination or macroaggressions, is that people who commit microaggressions might not even be aware of them.
Some examples of microaggressions include:
Telling a person of color that they are "articulate" or "well-spoken."
Asking a woman if she is a "token" or "diversity hire."
Telling a gay person that they are "brave" or "flamboyant."
Assuming that a person with a disability is not intelligent or capable.
Telling a person who is a migrant something like "this is how we do this in [country name]"
Microaggressions can have a significant impact on the mental and emotional health of marginalized people. They can make people feel like they are not welcome or respected. They can also lead to feelings of isolation, anxiety, and depression.
There are a number of things that can be done to address microaggressions. Individuals can educate themselves about microaggressions and how they can impact others. They can also challenge microaggressions when they see them happening. Organizations can create policies and procedures that address microaggressions. They can also provide training to employees on how to recognize and address microaggressions.
Microaggressions are a form of discrimination that can have a significant impact on the lives of marginalized people. By educating ourselves about microaggressions and taking steps to address them, we can create a more inclusive and respectful society.
Here are some tips for responding to microaggressions:
Stay calm. It can be difficult to stay calm when you are the target of a microaggression, but it is important to do so. If you react emotionally, it may make the situation worse.
Acknowledge the microaggression. Let the person know that you heard what they said and that you understand it as a microaggression.
Explain why the microaggression is harmful. Help the person to understand how their words or actions can be hurtful.
Offer to educate them further. If the person is open to learning more, offer to provide them with resources on microaggressions.
Set a boundary. If the person is not receptive to your feedback, or if they continue to make microaggressions, you may need to set a boundary. This could mean politely asking them to stop, or it could mean avoiding them in the future.
It is important to remember that you do not have to tolerate microaggressions. You have the right to stand up for yourself and to demand respect.
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